Article Critique - Advancement and Equity for Women in the Business

Critique - Advancement and Equity for Women in the Business globe - Article ExampleFirst, it discusses barriers that limit women from achieving better leadership positions in business entities. The traditional view of a woman distracts her from making the normal advancement to the slip by position. Traditional norms look down up on women for being good managers or chief executives. Secondly, it is from the expression that men are perceived as evasion leaders while depicting women as typical leaders. This aspect turn down capable women leaders the susceptibility to serve in capacities which they fit. They take men to be managers and executive officers in different business corporations (Evans, 2011). Thirdly, the article brings out serious effects of gender disparities to companies that observe and practice the traditional norms. For instance, they deny women their rightful positions in business area. As a result, the companies lose great ideas and collaborative leadership from women. Additionally traditional beliefs deny the businesses better services from experienced women thus underutilizing their female top talents. Fourth, the article explains widely to prove that women in leadership can make tremendous changes, which brings valuable leadership skills that can help promote scotch status of business firms.There are several reasons why women are sidelined from getting the top positions in business organizations. Gender stereotypic issues give advantages to men over women. For instance, men are biased against promoting women to top management positions within their companies. They really degrade women basing on gender factor failing to realize that women control the capability to make better collaborative decisions in companies. There exist other barriers, which deter women from attaining their abundant possession of top management positions. They include inadequate role models for women, inadequate flexibility at their workings places and inadequate strategies to develop women as leaders. Mercer provides